Employee perceptions of climate as an antecedent of time banditry in the workplace

Time banditry has recently been introduced as a distinct construct in the organizational behavior literature. An employee is engaged in time banditry when he or she pursues nontask‐related activities during work time (i.e., chatting with a co‐worker or surfing the web). This study examines the novel concept of time banditry and the impact of climate on its prevalence in the workplace. Climate is a direct reflection of how employees feel about where they work, and is postulated to have a direct effect on engagement in time banditry behaviors. Results provide evidence that employee perceptions of process, policies, and satisfaction as they relate to the job climate are positively related to engagement in time banditry. Thus, when climates promote positive feelings at the job level, employees actually engage in more time banditry behavior. However, no significant relationship was found between time banditry and climate perceptions at the team or the organizational level.     

A Match Made in Heaven or Down Under? The Effectiveness of Matching Visual and Verbal Horizons in Advertising

According to construal level theory, consumers’ processing styles become more abstract as psychological distance increases, but they grow more concrete when psychological distance decreases. This study provides evidence that panoramic pictures in which the horizon appears in the lower versus upper part of the frame trigger a different level of construal. As such, this study raises a novel source of construal. In addition, this study shows that when both visual (e.g., horizon height) and verbal (e.g., temporal benefit) advertising elements induce the same level of construal, advertising effectiveness increases. This work differs from previous research in that it focuses on the construal fit evoked by two advertisement features rather than a fit in construal between an external stimulus and the internal mindset of the consumer.     

服务业员工个人-组织匹配对组织公民行为的影响：有调节的中介模型

根据社会交换理论和人与情境互动理论,研究探讨了个人-组织匹配对员工组织公民行为的影响机制。通过对12家餐饮连锁店225位员工进行的问卷调查,结果表明：个人-组织匹配正向预测组织公民行为,员工工作敬业度在两者关系中起中介作用;此外,分别作为情境因素和个体因素的主管支持、员工主动性人格对个人-组织匹配与组织公民行为之间的关系具有调节作用。主管支持的程度越高,个人-组织匹配与组织公民行为的正向关系更强;而对于高主动性人格的员工,个人-组织匹配与组织公民行为之间的正向关系反而更弱。     

Examination of Gender Differences in Modeling OCBs and Their Antecedents in Business Organizations in Taiwan

This research presents a model of organizational citizenship behaviors (OCBs) mediated by social network ties using gender as a moderator. In the proposed model, OCBs are influenced indirectly by the need for power-prestige, outcome interdependence, and person-organization fit through the mediation of instrumental ties and expressive ties, which are considered social network ties. Gender moderates several paths in the model. The moderating effects of gender are simultaneously examined using data collected in Taiwan. Test results show that the influence of the need for power-prestige on expressive ties is stronger for women than for men, and the influence of the need for power-prestige on instrumental ties is stronger for men than for women. Moreover, the influence of outcome interdependence on instrumental ties is stronger for men than for women. Finally, detailed findings and their implications are discussed.     

检验的临界值：真伪差距多大才能辨别？ ——评《不同条件下拟合指数的表现及临界值的选择》

Hu和Bentler（1998,1999）通过模拟研究推荐结构方程模型拟合指数临界值后,受到不少批评和质疑。此后有关拟合指数的研究重点不再是推出新的临界值标准。郭庆科等人的文章《不同条件下拟合指数的表现及临界值的选择》,仿照Hu和Bentler的做法,通过模拟研究推荐新的拟合指数临界值标准。本文旨在揭示这种做法的错误所在。用简单的Z检验,说明检验的临界值是不能通过模拟研究确定的。通过将一个特定真模型的众多错误模型分类,说明结构方程分析中真模型与错误模型差距的多样性,无法通过模拟一对真伪模型来代表。讨论了统计检验的本质和确定临界值的逻辑,还谈到应当从哪些角度检验和评价结构方程模型     

冲动性消费行为内在机制研究述评 ———提升调节点在冲动性消费行为中所起作用

有关冲动性消费行为研究的文献众多,但难以从内在联系上进行统一。最近,利用提升调节点对冲动性消费行为内在机制的揭示是该领域的一个突破,从而有望把一些相关文献统一起来。作者介绍了冲动性消费行为内在过程;综述了用于冲动性消费行为内在机制研究的相关理论;从内在机制这个角度对有关冲动性消费行为文献进行评述。文章的最后提出了冲动性消费行为内在机制的进一步研究方向：利用调节点等相关理论,特别是调节适应理论对冲动性消费行为内在机制做进一步探讨     

Differential effects of regulatory fit on category learning

Motivation affects the degree to which people engage in tasks as well as the processes that they bring to bear. We explore the proposal that a fit between a person’s situationally induced self-regulatory focus and the reward structure of the task that they are pursuing supports greater flexibility in processing than does a mismatch between regulatory focus and reward structure. In two experiments, we prime regulatory focus and manipulate task reward structure. Our participants perform a rule-based learning task whose solution requires flexible strategy testing as well as an information-integration task for which flexible strategy use hinders learning. Across two experiments, we predict and obtain a three-way interaction between regulatory focus, reward structure, and task. Relative to a mismatch, a match leads to better rule-based task performance, but worse performance on the information-integration task. We relate these findings to other work on motivation and choking under pressure.     

Job burnout: new directions in research and intervention

Job burnout is a prolonged response to chronic emotional and interpersonal stressors on the job and is defined here by the three dimensions of exhaustion, cynicism, and sense of inefficacy. Its presence as a social problem in many human services professions was the impetus for the research that is now taking place in many countries. That research has established the complexity of the problem and has examined the individual stress experience within a larger social and organizational context of people's response to their work. The framework, which focuses attention on the interpersonal dynamics between the worker and other people in the workplace, has yielded new insights into the sources of stress, but effective interventions have yet to be developed and evaluated.     

儿童对他人情绪与过去经验的关系的认知

用设置故事情景的方法对儿童对他人情绪与过去经验的关系的认知进行了实验研究。研究表明,4～7岁儿童能够认知他人情绪与过去经验的关系,认知能力随年龄的增长不断提高。情绪效价和情绪情景的匹配性影响儿童对他人情绪与过去经验关系的认知。4、5岁儿童更能认识到正性情绪情景条件下体验到负性情绪的他人情绪与过去经验的关系,其得分显著高于其它情绪情景故事和行为故事。     

Subjective person-organization fit: Bridging the gap between conceptualization and measurement

In this paper, we present a critical examination of the literature on subjective person-organization (P-O) fit and highlight several conceptual and measurement issues that may be perpetuating confusion in this literature. Specifically, we reviewed 46 empirical studies that have measured P-O fit perceptions and identified three primary sources of inconsistency among these studies, including (a) how P-O fit is conceptualized, (b) the operational definition of ‘organization,’ and (c) the content domain used to assess P-O fit. We discuss several implications of this review, including the potential role that individual differences play in fit perceptions. We also make a case for the development and adoption of uniform, validated measures of P-O fit that incorporate the multidimensional nature of fit.